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Artykuły w czasopismach na temat „Nurses retention”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 20 lutego 2023

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1

Forde-Johnston, Carol, and Florian Stoermer. "Giving nurses a voice through ‘listening to staff’ conversations to inform nurse retention and reduce turnover." British Journal of Nursing 31, no. 12 (June 23, 2022): 632–38. http://dx.doi.org/10.12968/bjon.2022.31.12.632.

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Health and social care employers in the UK cannot afford to lose nurses given the current nursing workforce crisis. A variety of staff engagement initiatives aim to improve employee retention. This article describes how Listening to Staff (L2S) events were used as part of a service review to inform nurse retention strategies in one acute hospital trust. Over a 3-year period, 576 nurses took part in L2S events that examined nurses' perspectives of teamworking and support as well as career plans in areas with high nurse turnover rates. Comparative content analysis was used to analyse narrative d

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Ias Natanael, Glorio, Chrismis Novalinda Ginting, and Santy Deasy Siregar. "Increasing Nurse Retention Based On Internal Service Quality Approach In Batu Bara Hospital." International Journal of Health and Pharmaceutical (IJHP) 3, no. 1 (August 31, 2022): 92–100. http://dx.doi.org/10.51601/ijhp.v3i1.114.

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One of the problems for human resource management is the desire to leave (turnover intentions) which can lead to the nurse's decision to leave her job. One way for nurses to stay in the hospital is to increase employee retention. The purpose of this study was to develop recommendations to increase employee retention based on the Internal service quality approach at Batu Bara Hospital. This research is descriptive research with a quantitative approach. This research was conducted at the Batu Bara Hospital from September 2020 to March 2022. The research population used was nurses who were active

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Aba Ali, Norhanie, and Ashley A. Bangcola. "Exploring the Relationship between Job Satisfaction and Job Retention among Registered Nurses under the Nurse Deployment Program in Southern Philippines." Malaysian Journal of Nursing 14, no. 02 (2022): 143–50. http://dx.doi.org/10.31674/mjn.2022.v14i02.024.

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Background: This study explores the relationship between job satisfaction and job retention among registered nurses working under the Nurse Deployment Program (NDP) in Southern Philippines. Methods: The study design employed in the study is Descriptive-correlational to measure the nurses' perceptions of organizational job satisfaction, and the link between job satisfaction and job retention using a survey questionnaire. A total of 139 registered nurses were selected using Random sampling method from the hospitals, rural health units, birthing places, and barangay health stations in municipalit

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Klug, Susan H. "Recruit, Respect, and Retain: The Impact of Baby Boomer Nurses on Hospital Workforce Strategy—A Case Study." Creative Nursing 15, no. 2 (April 2009): 70–74. http://dx.doi.org/10.1891/1078-4535.15.2.70.

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Hospitals are increasingly concerned about shortages of registered nurses due to the impending retirement of Baby Boomer nurses. A hospital case study of older nurse retention investigated the concerns of Boomer nurses to understand how workforce strategies can effectively retain older nurses. Using interdisciplinary, multi-stakeholder approaches and tools, the study went beyond the broad recommendations in the literature to help an organization identify targeted and effective strategies for retention, identified barriers, and assessed organizational readiness to implement changes with older n

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Dietrich Leurer, Marie, Glenn Donnelly, and Elizabeth Domm. "Nurse retention strategies: advice from experienced registered nurses." Journal of Health Organization and Management 21, no. 3 (July 3, 2007): 307–19. http://dx.doi.org/10.1108/14777260710751762.

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Lambonaung, Ellen, Andi Yusuf, and Rahmawati Azis. "ANALYSIS OF FACTORS RELATED TO NURSE RETENTION IN SOURCE LIVING HOSPITAL AMBON." Jurnal Kesehatan 15, no. 1 (June 9, 2022): 50–57. http://dx.doi.org/10.24252/kesehatan.v15i1.23627.

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Employee retention is the time interval from starting work until the end of the work period in a place. Many factors have an impact on the high level of nurse retention, including competitive salaries, a healthy work environment, productive leadership and clear career management. This study aims to determine how the retention of nurses at Sumber Hidup Hospital – Ambon. The research was conducted at Sumber Hidup Hospital, Ambon. This type of research is a quantitative research with an observational approach using a cross sectional design. Sampling on nurses was carried out randomly. Data collec

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Nei, Darin, Lori Anderson Snyder, and Brett J. Litwiller. "Promoting retention of nurses." Health Care Management Review 40, no. 3 (2015): 237–53. http://dx.doi.org/10.1097/hmr.0000000000000025.

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Zangaro, George A., and Patricia A. Watts Kelley. "Job Satisfaction and Retention of Military Nurses A Review of the Literature." Annual Review of Nursing Research 28, no. 1 (December 2010): 19–41. http://dx.doi.org/10.1891/0739-6686.28.19.

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Job satisfaction is an extremely important concept that influences a nurse's decision to stay in an organization, as well as the cost of turnover and the nursing shortage. The purpose of this review is to identify published research studies that have assessed job satisfaction and retention (intent to stay) in military nurses serving in the Army, Navy, or Air Force. The available literature was searched from 1980 to 2010 and the review resulted in 21 studies. The majority of the studies used a descriptive correlational design and was specific to one particular service. The researchers reported

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Brooks, Carol Ann, Nancy Kanyok, Colin O’Rourke, and Nancy M. Albert. "Retention of Baseline Electrocardiographic Knowledge After a Blended-Learning Course." American Journal of Critical Care 25, no. 1 (January 1, 2016): 61–67. http://dx.doi.org/10.4037/ajcc2016556.

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Background Among nurses, skill retention after an electrocardiography blended-learning course is unknown. Objectives To compare 3- and 8-week electrocardiography test scores, compare scores by nurse and work characteristics and self-assessed electrocardiographic competence, and compare 1-year work retention with 3- and 8-week scores and change in scores from week 3 to week 8. Methods Data were collected on demographics, comfort with electrocardiography expectations, electrocardiography competence levels, and 1-year work retention. Correlational and comparative statistics were used in analyses.

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Baggs, JG, MH Schmitt, AI Mushlin, DH Eldredge, D. Oakes, and AD Hutson. "Nurse-physician collaboration and satisfaction with the decision-making process in three critical care units." American Journal of Critical Care 6, no. 5 (September 1, 1997): 393–99. http://dx.doi.org/10.4037/ajcc1997.6.5.393.

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OBJECTIVE: To assess and compare levels of nurse-physician collaboration and satisfaction with the decision-making process as reported by critical care nurses, resident physicians (residents), and attending physicians (attendings) in making decisions to transfer individual patients out of the critical care unit, and to assess if satisfaction predicts nurse retention. DESIGN: Longitudinal descriptive correlational study using self-reporting instruments. SETTINGS: A university hospital's surgical ICU, a community teaching hospital's medical ICU, and a community hospital's mixed ICU. SUBJECTS: Ei

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Haines, Sue, Kerry Evans, Stephen Timmons, and Ellen Cutler. "A service improvement project of a legacy nurse programme to improve the retention of late career nurses." Journal of Research in Nursing 26, no. 7 (November 2021): 648–81. http://dx.doi.org/10.1177/17449871211036172.

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Background A Nottingham Legacy Nurse Programme was developed in response to the reducing supply of new nursing registrants and an ageing workforce. The programme comprised components of focussed mentorship, knowledge transition, support and development of new learners in practice. Aims The work-based development programme aimed to improve the retention and experience of late career registered nurses. Methods The programme was informed by the evidence base and co-produced with late career registered nurses (aged 55 years or over, approaching retirement). A small pilot programme ( n = 6) was eva

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Kim, Yunmi, and Hyun-Young Kim. "Retention Rates and the Associated Risk Factors of Turnover among Newly Hired Nurses at South Korean Hospitals: A Retrospective Cohort Study." International Journal of Environmental Research and Public Health 18, no. 19 (September 23, 2021): 10013. http://dx.doi.org/10.3390/ijerph181910013.

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This retrospective cohort study analyzed the turnover rate and the risk factors of turnover among newly hired nurses at tertiary and secondary hospitals in South Korea. Using National Health Insurance Service data, this study created a cohort of 21,050 newly hired nurses across 304 hospitals in 2018, with a follow-up period of 18 months. Retention and turnover risk factors were analyzed at 6-month intervals. Differences in retention period according to hospitals’ organizational characteristics and nurses’ individual characteristics were analyzed using the chi-squared test. The likelihood of st

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Yarbrough, Susan, Pam Martin, Danita Alfred, and Charleen McNeill. "Professional values, job satisfaction, career development, and intent to stay." Nursing Ethics 24, no. 6 (January 24, 2016): 675–85. http://dx.doi.org/10.1177/0969733015623098.

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Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satis

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Pratiwi, Benedikta Rina, Supriyantoro Supriyantoro, and Hasyim Hasyim. "Pengaruh Self Motivation dan Lingkungan Kerja terhadap Retensi Perawat Siloam Hospital Tb Simatupang." Jurnal Manajemen Kesehatan Indonesia 9, no. 3 (December 26, 2021): 155–62. http://dx.doi.org/10.14710/jmki.9.3.2021.155-162.

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The nurse shortage crisis is caused by the high turnover of nurses related to management practices that were not running optimally. Anticipatory efforts are critical to increase nurse retention by increasing self-motivation and work environment to increase job satisfaction on nurses as an impact. This study aimed to provide empirical evidence of the effect of self-motivation and work environment on nurse retention with job satisfaction as an intervening variable. This research used quantitative research with survey methods using questionnaires. The unit of analysis was a group of nurses PK 1 a

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Yusandra, Evra, and H. A. Heidy Diana. "Effectiveness of Mentorship Program for Nurses Retention, Job Satisfaction, and Intention to Stay." Malaysian Journal of Nursing 14, no. 02 (2022): 38–45. http://dx.doi.org/10.31674/mjn.2022.v14i02.007.

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Background: Mentorship program are thought to be able to facilitate the transition of newly graduated nurses into practice. This study sought to determine the effectiveness of a mentorship program for nurses’ retention and job satisfaction. Methods: A quantitative, non-experimental, descriptive-correlational research design was developed. The study was conducted in a government hospital in Indonesia. The sampling technique used was purposive sampling. Online survey questionnaires were distributed to the 70 nurses selected via email, and the WhatsApp messaging software application was utilized.

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Foster, Sam. "Reflecting on retention: reasons why nurses choose to stay." British Journal of Nursing 31, no. 7 (April 7, 2022): 405. http://dx.doi.org/10.12968/bjon.2022.31.7.405.

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Yuniarti, Lucia Ni Luh, and Tutiany Tutiany. "Implementation Study of Retention Programs and It’s Impact on Turnover Intention Nurses in Hospital." Indonesian Journal of Health Research 2, no. 2 (August 28, 2019): 39–48. http://dx.doi.org/10.32805/ijhr.2019.2.2.49.

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Introduction. Nurse turnover will harm the hospital both in terms of costs, resources, and motivation. Turnover can be predicted by exploring the turnover intention of the nurses. Nurses' turnover intention is closely related to the practice of nurse resource management in implementing policies including compensation, career development and work design. The study aims to analyze and identify the effect of retention programs (compensation, career path, work design) on nurses' turnover intention. Methods. The mixed method parallel convergent approach is used in the study. Simple random sampling

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Newman, K., and U. Maylor. "The NHS Plan: nurse satisfaction, commitment and retention strategies." Health Services Management Research 15, no. 2 (May 1, 2002): 93–105. http://dx.doi.org/10.1258/0951484021912860.

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The NHS Plan envisages a paradigm shift from a centralized, producer-led National Health Service (NHS) to a devolved, patient-centred health care service, fuelled by a substantial investment in human resources, beds, hospitals and infrastructure. The planned net increase of 20 000 nurses by 2004 is examined in the light of findings from a qualitative study of nurse satisfaction, commitment or intention to leave their hospital, nursing or the NHS, involving 124 nurses in four London hospitals. This paper presents nurses' perceptions and rankings of retention strategies and we compare these with

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Kreedi, Fatmah, Michael Brown, and Lynne Marsh. "The Experience of the Transition from a Student Nurse to a Registered Nurse of Kuwaiti Newly Graduated Registered Nurses: A Qualitative Study." Healthcare 10, no. 10 (September 23, 2022): 1856. http://dx.doi.org/10.3390/healthcare10101856.

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Background: The experience of the transition from a student nurse to a registered nurse is a challenging period for newly graduated registered nurses. Aim: To explore newly graduated registered nurses’ experiences of transition from student to registered nurse in clinical practice. Design: A qualitative approach using semi-structured interviews conducted with 12 Kuwaiti newly graduated registered nurses. Findings: The findings generated three themes: nursing support; education preparation; and psychological wellbeing. Discussion and conclusion: This study is the first in Kuwait aiming to under

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Moran, Roxanne. "Retention of New Graduate Nurses." Journal for Nurses in Staff Development 28, no. 6 (2012): 270–73. http://dx.doi.org/10.1097/nnd.0b013e318272584a.

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Muncey, Tessa. "Selection and retention of nurses." Journal of Advanced Nursing 27, no. 2 (February 1998): 406–13. http://dx.doi.org/10.1046/j.1365-2648.1998.00501.x.

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Rana, Mana Maya, and Nona Shakya. "Factors influencing job retention and satisfaction among nurses in tertiary level hospital." Journal of Gandaki Medical College-Nepal 14, no. 1 (July 3, 2021): 45–49. http://dx.doi.org/10.3126/jgmcn.v14i1.31474.

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Introduction: Retention of nurses in any health care facilities is essential for maintaining quality nursing care. Nurses’ job satisfaction is an important issue to retain nurse in same organization. The study aimed to assess factors influencing job retention and satisfaction among nurses. Methods: The descriptive cross-sectional study was done among 125 nurses working in Manipal Teaching Hospital. Purposive sampling technique was used to select the sample. The semi structured self-administered questionnaire was used to collect data. The collected data was analysed by using descriptive a

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Uhrenfeldt, Lisbeth, and Elisabeth O. C. Hall. "Clinical Wisdom Among Proficient Nurses." Nursing Ethics 14, no. 3 (May 2007): 387–98. http://dx.doi.org/10.1177/0969733007075886.

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This article examines clinical wisdom, which has emerged from a broader study about nurse managers' influence on proficient registered nurse turnover and retention. The purpose of the study was to increase understanding of proficient nurses' experience and clinical practice by giving voice to the nurses themselves, and to look for differences in their practice. This was a qualitative study based on semistructured interviews followed by analysis founded on Gadamerian hermeneutics. The article describes how proficient nurses experience their practice. Proficient practice constitutes clinical wis

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Shorey, Shefaly, Mien Li Goh, Shin Yuh Ang, Lina Ang, M. Kamala Devi, and Emily Ang. "The Progression and Future of Nursing in Singapore: A Descriptive Qualitative Study." Journal of Transcultural Nursing 30, no. 5 (January 28, 2019): 512–20. http://dx.doi.org/10.1177/1043659618823909.

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Introduction: Nursing professionalism and nursing identity are important for retention of nurses. Despite of much attention on nurses in Singapore, there is still a shortage of nurses. This study aims to understand the perceptions of the progression and future of the nursing profession in Singapore. Methodology: A descriptive qualitative study design was used. The participants were 20 nurse educators, clinical nurses, and student nurses. Data were collected through focus group and online interviews and analyzed thematically. Results: Nurses felt a need to bridge the theory–practice gap and var

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Albert, Nancy M. "Fluid Management Strategies in Heart Failure." Critical Care Nurse 32, no. 2 (April 1, 2012): 20–32. http://dx.doi.org/10.4037/ccn2012877.

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In patients with chronic heart failure, fluid retention (or hypervolemia) is often the stimulus for acute decompensated heart failure that requires hospitalization. The pathophysiology of fluid retention is complex and involves both hemodynamic and clinical congestion. Signs and symptoms of both hemodynamic and clinical congestion should be assessed serially during hospitalization. Core heart failure drug and cardiac device therapies should be provided, and ultrafiltration may be warranted. Critical care, intermediate care, and telemetry nurses have roles in both assessment and management of p

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Jameson, Catherine. "Hospice-at-home nurses' experiences of caring for patients." International Journal of Palliative Nursing 27, no. 1 (February 2, 2021): 30–36. http://dx.doi.org/10.12968/ijpn.2021.27.1.30.

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Background: The demand for hospice-at-home (HH) nurses is increasing due to an ageing global population and many people preferring to die at home. Therefore, the retention of existing HH nurses is vital. Aims: This paper explores HH nurses' experiences of caring for dying patients to discover the factors that enable them to maintain their enthusiasm for their work, and cope with the challenges of working in a patient's home. Methods: This qualitative study consisted of multiple unstructured interviews with 16 HH nurses conducted in England. Findings: The interviews show that HH nurses: use a b

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Yanriatuti, Ida, Tan Nina Fibriola, Kornelis Nama Beni, and Fitriyanti Patarru'. "Work Environment, Spiritual, and Motivational Factors Affecting Job Satisfaction among Hospital Nurses: A Systematic Review." Jurnal Ners 14, no. 3 (January 5, 2020): 227. http://dx.doi.org/10.20473/jn.v14i3.17107.

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Introduction: Patient services at the hospital cannot be separated from the role of the nurse. Therefore, nurses must work professionally to provide better nursing care. There are several factors that can affect the performance of the nurses, one of which is job satisfaction. The purpose of a systematic review is to understand the factors that influence the job satisfaction of nurses in hospitals.Methods: For a systematic review, the search was focused on the PubMed, Science Direct and Scopus database literature with the keywords ‘job satisfaction’ and ‘nurses’. The search identified 15 releva

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Shepherd, Jean. "Adolescent student nurses: implications for retention." Paediatric Nursing 20, no. 3 (April 2008): 42–45. http://dx.doi.org/10.7748/paed.20.3.42.s32.

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Shepherd, Jean. "Adolescent student nurses: implications for retention." Paediatric Care 20, no. 3 (April 2008): 42–45. http://dx.doi.org/10.7748/paed2008.04.20.3.42.c6522.

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Alharbi, Fawzeyah S. H. S., Zayan Mustafa, and Mercy Benoy. "Nurses Turnover: Retention of the Staff." Open Journal of Nursing 12, no. 03 (2022): 199–219. http://dx.doi.org/10.4236/ojn.2022.123013.

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Robertson, Julie Fisher, Kaye A. Herth, and Corenna C. Cummings. "LONG-TERM CARE: Retention of Nurses." Journal of Gerontological Nursing 20, no. 11 (November 1, 1994): 4–9. http://dx.doi.org/10.3928/0098-9134-19941101-04.

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Pennington, Gwen, and Amy Driscoll. "Improving Retention of Home Health Nurses." Home Healthcare Now 37, no. 5 (2019): 256–64. http://dx.doi.org/10.1097/nhh.0000000000000782.

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Salt, Jennifer, Greta G. Cummings, and Joanne Profetto-McGrath. "Increasing Retention of New Graduate Nurses." JONA: The Journal of Nursing Administration 38, no. 6 (June 2008): 287–96. http://dx.doi.org/10.1097/01.nna.0000312788.88093.2e.

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NEATHAWK, ROGER D., SUSAN E. DUBUQUE, and CAROLYN A. KRONK. "Nurses?? Evaluation of Recruitment and Retention." Nursing Management (Springhouse) 19, no. 12 (December 1988): 38. http://dx.doi.org/10.1097/00006247-198812000-00009.

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Takahashi, Jacklyn J. "Nurses evaluation of recruitment and retention." AORN Journal 49, no. 4 (April 1989): 1135–36. http://dx.doi.org/10.1016/s0001-2092(07)66824-0.

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SCHAFFNER, MARILYN, and LAURA LAIL. "Recruitment and Retention of GI Nurses." Gastroenterology Nursing 16, no. 2 (October 1993): 61–67. http://dx.doi.org/10.1097/00001610-199310000-00004.

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Harrison, Penny. "Supporting new nurses to improve retention." Gastrointestinal Nursing 20, no. 10 (December 2, 2022): 50. http://dx.doi.org/10.12968/gasn.2022.20.10.50.

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Muthiah, Luthfatun, Wirda Y. Dulahu, and Rachmawaty D. Hunawa. "Relationship Of Age And Work Experience With The Quality Of Nursing Work Life (QNWL) Nurses." JURNAL KEPERAWATAN DAN FISIOTERAPI (JKF) 4, no. 2 (April 28, 2022): 198–206. http://dx.doi.org/10.35451/jkf.v4i2.966.

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Quality of Nursing Work Life (QNWL) is a nurse's perception that can increase organizational commitment and effectiveness among nurses and increase nurse productivity and performance, which consists of 4 dimensions, namely Work Life-Home Life Dimensions, Work Design Dimensions, Work Context Dimensions, and Work Dimensions. The purpose of this study was to analyze the relationship between age and work experience with QNWL. This research is a type of quantitative research. The design used correlational analytics with a cross-sectional approach. The population of all nurses in the inpatient room

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Linzer, Pamela, Ann Marie Tilley, and Marlene V. Williamson. "What Floats a Float Nurse’s Boat?" Creative Nursing 17, no. 3 (2011): 130–38. http://dx.doi.org/10.1891/1078-4535.17.3.130.

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Few studies have examined the personality traits of nurses, and none identified the personality traits of float pool nurses. Float pool nurses have specific personality traits that differ from unit-based nurses. Independence, Tough-Mindedness, Rule Consciousness, Social Boldness, Openness to Change, and Tension were six personality factors that were found to be statistically significantly different. As hospitals implement float pools or resource teams to meet staffing needs, gleaning insight into the specific personality traits of these individuals could assist in nurse recruitment and retenti

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Kim, Young-Jae, So-Young Lee, and Jeong-Hyung Cho. "A Study on the Job Retention Intention of Nurses Based on Social Support in the COVID-19 Situation." Sustainability 12, no. 18 (September 4, 2020): 7276. http://dx.doi.org/10.3390/su12187276.

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This study investigated how social support influences the job engagement and job retention intention of nurses struggling in the continuing scenes of the COVID-19 pandemic. To this end, 382 nurses were the participants, data from 377 of whom were analyzed in total, with the following results. First, it showed that nurses’ job engagement and job retention intention were high, depending on their age and work experience. Second, in terms of the factors related to COVID-19, the group with experience in nursing patients infected with COVID-19 and nurses working in COVID-19 divisions had low job ret

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Shatto, Bobbi, and Lauren M. Lutz. "Transition From Education to Practice for New Nursing Graduates: A Literature Review." Creative Nursing 23, no. 4 (2017): 248–54. http://dx.doi.org/10.1891/1078-4535.23.4.248.

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New nurse turnover costs organizations in the United States an estimated $1.4 billion to $2.9 billion per year (Meyer, Shatto, Delicath, & von der Lancken, 2017; Ulrich et al., 2010). Retention of graduate nurses can decrease costs, combat nursing shortages, and improve patient outcomes. Despite the increase in prevalence of nurse residency programs, new nurses are leaving their first positions at alarming rates. The purpose of this literature review is to examine the factors that affect graduate nurse transition to practice. Findings indicate that a supportive environment free from bullyi

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Ezeuduji, Ikechukwu O., and Vuyokazi Mdivasi. "Behavioural Ethics among Nurses in Midwife Obstetric Units: Patients and their Perceptions in Cape Town, South Africa." Journal of Economics and Behavioral Studies 9, no. 1(J) (March 12, 2017): 127–34. http://dx.doi.org/10.22610/jebs.v9i1(j).1563.

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A structured questionnaire survey of randomly selected 229 patients in two public hospitals (maternity wards) in Cape Town, South Africa was done to explore post-natal patientsâ€™ perceptions towards the ethical behaviour of nurses in their wards. 150 questionnaires received were usable for descriptive, correlation, and exploratory factor analysis (principal component analysis). From the results, inadequate nursesâ€™ number, negligence on the part of the nurses, and lack of detailed information to patients are the three clear issues that need to be addressed in these public hospitals to increa

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Hoyle, Louise P., Emma Smith, Catherine Mahoney, and Richard G. Kyle. "Media Depictions of “Unacceptable” Workplace Violence Toward Nurses." Policy, Politics, & Nursing Practice 19, no. 3-4 (October 18, 2018): 57–71. http://dx.doi.org/10.1177/1527154418802488.

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Violence and aggression toward nurses are global concerns. Despite repeated research on causal factors and widespread zero tolerance campaigns, rates of violence and aggression have not declined. Violence and aggression toward nurses can negatively affect their health and ultimately patient care. Media reporting of violence and aggression toward nurses might shape people’s perceptions of the profession, perhaps impeding nurse recruitment and retention efforts in the face of global nursing shortages. The purpose of this study was to determine how print media in Scotland depicted reports of viol

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Cziraki, Karen, Carol Wong, Michael Kerr, and Joan Finegan. "Leader empowering behaviour: relationships with nurse and patient outcomes." Leadership in Health Services 33, no. 4 (September 28, 2020): 397–415. http://dx.doi.org/10.1108/lhs-04-2020-0019.

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Purpose This study aims to test a model examining the impact of leader empowering behaviour on experienced nurses’ self-efficacy, interprofessional collaboration, job turnover intentions and adverse patient outcomes. Design/methodology/approach Structural equation modelling in Mplus was used to analyse cross-sectional survey data from experienced nurses in Alberta, Ontario, and Nova Scotia, Canada (n = 478). Findings The results supported the hypothesized model: (164) = 333.021, p = 0.000; RMSEA = 0.047; CFI = 0.965; TLI = 0.959; SRMR = 0.051. Indirect effects were observed between leader empo

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Meska, Mateus Henrique Gonçalves, Alessandra Mazzo, Beatriz Maria Jorge, Valtuir Duarte de Souza-Junior, Elaine Cristina Negri, and Emília Maria Paulina Campos Chayamiti. "Urinary retention: implications of low-fidelity simulation training on the self-confidence of nurses." Revista da Escola de Enfermagem da USP 50, no. 5 (October 2016): 831–37. http://dx.doi.org/10.1590/s0080-623420160000600017.

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Abstract OBJECTIVETo evaluate the confidence level of nurses in nursing care in urinary retention before and after low-fidelity simulation training. METHOD This was a quasi-experimental study carried out among nurses stationed in municipal care units in the interior of São Paulo State. Data were collected during the course of a pedagogical workshop that used low-fidelity simulation training. RESULTS The study included 42 nurses, mostly female with over 15 years of experience. After low-fidelity simulation training, nurses showed a significant increase (p<0.05) in confidence related to nursi

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Alsubaie, Abdullah, and Godfrey Isouard. "Job Satisfaction and Retention of Nursing Staff in Saudi Hospitals." Asia Pacific Journal of Health Management 14, no. 2 (July 22, 2019): 68–73. http://dx.doi.org/10.24083/apjhm.v14i2.215.

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The objective of this study is to investigate job satisfaction amongst nurses in Saudi Arabian hospitals. In recent years, there has been considerable growth in the healthcare system in Saudi Arabia, yet little attention has been paid to improving the performance of healthcare professionals, by improving job satisfaction and retention of nursing staff. This paper reviews the research conducted on job satisfaction, and retention of Saudi nursing staff. This is an integrative review of previous studies on job satisfaction and retention of Saudi nursing staff. The electronic databases Google Scho

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Laari, Timothy Tienbia, Felix Apiribu, Philemon Adoliwine Amooba, Adwoa Bemah Boamah Mensah, Timothy Gazari, Joseph Kuufaakang Kuunibe, Gideon Awenabisa Atanuriba, and Moses Haruna Akor. "Exploring the reasons for novice nurse educators’ transition from practice to academia in Ghana." PLOS ONE 16, no. 10 (October 14, 2021): e0258695. http://dx.doi.org/10.1371/journal.pone.0258695.

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Background There is an increasing transition rate of experienced clinical nurses from practice to academia. When nurses transition from practice to academia for the right reasons, it culminates in job satisfaction and retention. Thus, understanding what attracts clinical nurses to academia is an important consideration for employing and retaining competent nurse educators. Yet, there are gaps in research about what motivates nurses to transition from practice to academia within the Ghanaian context. This study aimed to explore the reasons for novice nurse educators’ transition from practice to

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Whittaker, Brooke A., Deborah R. Gillum, and Judith M. Kelly. "Burnout, Moral Distress, and Job Turnover in Critical Care Nurses." International Journal of Studies in Nursing 3, no. 3 (July 30, 2018): 108. http://dx.doi.org/10.20849/ijsn.v3i3.516.

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Nurse turnover, shortages, and lack of nurse retention have all been linked to stress among nurses. This ethnographic study explored if burnout and moral distress, often a result of excessive stress, led to job turnover among critical care nurses in northern Indiana and southern Michigan. It also explored the factors that may cause burnout and moral distress in the identified population. Although burnout and moral distress have been studied in various professions and locales over the years, research specific to critical care nurses has been limited in the northern Indiana, southern Michigan ar

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Hagan, Joseph L., Lynda Tyer-Viola, and Krisanne Graves. "Predictors of nurses considering leaving the profession due to work-related stress in a large pediatric and women’s hospital in the United States." Journal of Hospital Administration 8, no. 1 (December 27, 2018): 27. http://dx.doi.org/10.5430/jha.v8n1p27.

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Nurse retention is of extreme importance in modern healthcare given the ever increasing nursing shortage and the high cost of training newly hired nurses. Research has repeatedly demonstrated that stress is strongly correlated with nursing staff turnover. This study examines the relationship of Secondary Traumatic Stress, Burnout, Compassion Satisfaction, personal life stress and nurse demographic characteristics with having considered leaving the nursing profession due to work-related stress. A survey was administered to nurses at a large pediatric and women’s hospital in the southern United

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Falatah, Rawaih. "The Impact of the Coronavirus Disease (COVID-19) Pandemic on Nurses’ Turnover Intention: An Integrative Review." Nursing Reports 11, no. 4 (October 19, 2021): 787–810. http://dx.doi.org/10.3390/nursrep11040075.

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The COVID-19 pandemic has increased the demand and workload on nurses. In addition, the number of critical cases, the uncertainty about the disease, and the incidence rate of death from the disease impose a psychological stress on nurses. Considering the alarming issues of stress, burnout, and turnover among nurses even before the pandemic, the pandemic might have amplified such issues. Thus, the impact of the COVID-19 pandemic on nurses’ turnover and turnover intention warrants investigation. The aim of this review is to appraise and integrate the current pre- and post-coronavirus disease (CO

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